Disciplinary Procedures Sample Clauses

Disciplinary Procedures. The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

Disciplinary Procedures. 16.1 The Employer shall have the right to impose disciplinary actions on employees for just cause. 16.2 Disciplinary actions by the Employer shall include only the following actions:

Disciplinary Procedures. 18.1 The Director or his designee may verbally reprimand an employee. The immediate supervisor may make a notation in the supervisor's notebook regarding the verbal reprimand. Written reprimands may be issued by the Director or his designee. Copies of written reprimands, suspensions, demotions or discharge notices shall be sent to the Union at the time said notices are given to an employee 18.1.1 Any discussion regarding disciplinary action between a supervisor and employee shall be done during the employee's normal work hours unless the exigencies of the circumstances dictate otherwise. 18.2 If disciplinary action taken could result in suspension without pay, demotion or discharge, the employee shall be advised of the facts and circumstances supporting this potential disciplinary action and be provided an opportunity to explain the employee's position prior to disciplinary action being taken. If the employee requests an opportunity to confer with a Union representative or other counsel prior to responding, said employee will be provided a reasonable time not to exceed three (3) business days for such response. If the Administrator determines that circumstances exist requiring immediate action, the Administrator shall have the right and authority to immediately suspend the employee with pay pending the investigation and pending the employee being given an opportunity to respond to charges in accordance with the provisions above. If the employee fails to respond to the charges within the time period referenced above, the Administrator is free to implement the disciplinary action he feels is appropriate under the circumstances. 18.2.1 In the event dismissal of an employee becomes imminent and the Administrator determines an alternative to said dismissal is the employee's resignation, said employee will be provided three (3) business days to confer with the Union before being requested to respond to the offer of resignation. 18.3 An employee shall have the right to have a disciplinary action against him/her reviewed for just cause and severity of discipline through the grievance procedure in accordance with Article 19. 18.4 The provisions of Article 17 and 18 do not apply to probationary employees. Said employees may be discharged without cause and without any recourse.

Disciplinary Procedures. (a) The Head’s discretion to withdraw your child’s boarding place. In accordance with the Behaviour Management Policies, the Head may in his/her discretion withdraw the boarding place (either temporarily or permanently) if he/she considers that your child’s attendance, progress or behaviour (including behaviour outside school) is unsatisfactory and in the reasonable opinion of the Head the removal is in the School’s best interests or those of your child or other children. (b) The Head may in his or her discretion require you to remove your child from the boarding facilities if the Head considers that: (i) your behaviour or conduct (or the behaviour or conduct of one of you or your child): is unreasonable; and/or adversely affects (or is likely to adversely affect) your child's or other children's wellbeing at the School, or the wellbeing of School staff; and/or brings (or is likely to bring) the School into disrepute; and/or is not in accordance with your obligations under this contract; or because we have a legal right to end the contract because of something you have done; (ii) your child’s attendance is unsatisfactory and, in the reasonable opinion of the Head , the removal is in the School’s best interests and/or those of your child or other children. (c) We shall monitor your child's wellbeing within the boarding community and we shall advise you if we have any concerns. You may be asked to withdraw your child without being charged in lieu of notice if in the opinion of the Head the School cannot provide adequately for your child's particular needs. (d) What happens if your child’s boarding place is withdrawn. Should the Head exercise his/her right under sub- clause 7(a) or 7(b) above you will not be entitled to any refund or remission of charges or supplemental charges due (whether paid or payable) and the deposit will be forfeited. When the deposit is forfeited the School will retain it. However, in such circumstances charges in lieu of notice will not be payable and any prepaid charges and/or supplemental charges will be refunded. (e) The Behaviour Management Policies set out examples of offences likely to be punishable by the withdrawal of boarding facilities. These examples are not exhaustive, and the Head may decide that withdrawal of boarding facilities for a lesser offence is justified where there has been previous misbehaviour. All aspects of the pupil’s record at the School may be taken into account. (f) The School will act in a way which is...

Disciplinary Procedures. Please describe your disciplinary procedures in the event of a security breach involving Client Data.

Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities. 36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District. 36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment. 36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12. 36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed. 36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply. 36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher. 36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance wi...

Disciplinary Procedures. Suspension without Pay and Dismissal. When disciplinary action in the form of suspension without pay or dismissal is proposed, a permanent employee shall be provided the procedural safeguards described below. These procedures include providing the employee with a “Predetermination Notice” (paragraph 5.03A), an opportunity for a “Predetermination Conference” (paragraph 5.03B), and a “Notice of Final Action” (paragraph 5.03C). A. Predetermination Notice: Form and Delivery. 1. The employee shall be provided a written “Predetermination Notice” of the proposed action by personal delivery or certified mail, return-receipt requested, at least ten days prior to the date that the action is to be taken. An employee may be suspended temporarily with pay, however, without such prior notice, until a decision is rendered and effective in the post-determination hearing described in Section 5.04 below. 2. The “Predetermination Notice” shall be signed by the site administrator/supervisor who is authorized by the Superintendent to discipline employees and shall include the following contents: a. The disciplinary action proposed and its effective date. b. The specific charges or reasons for the action, including identification of any documents and witnesses on which the charges are then known to be based. c. A statement advising the employee that s/he may, within five (5) days of receipt of the notice, submit a request in writing on a form enclosed with the notice for a predetermination conference in order to make an oral or written statement, or both, to the Superintendent’s designee to refute or explain the charges made against the employee. The notice shall state that failure of the employee to submit the written form requesting a conference within five (5) days constitutes a waiver of his/her rights to such conference and that in the absence of a response, the proposed disciplinary action shall be become effective as proposed in the notice. d. The notice shall give the name and address of the person with whom the request for a predetermination conference shall be filed. The notice shall advise the employee that the conference will be held prior to the proposed effective date of the action, at a time and place determined by the Superintendent’s designee, normally during regular business hours. e. A statement that the Superintendent and the Board are sincere in their desire to reduce the risk of error in taking the disciplinary action against the employee and to avoid wron...

Disciplinary Procedures. 10.1. All employees shall be treated at all times in accordance with the principles of natural justice. These principles include: 10.1.1. the right to a fair hearing including adequate notice of what is alleged and a reasonable opportunity to respond to allegations, and 10.1.2. the right to an unbiased process of judgement. 10.2. Where the employer has concerns about the work performance or conduct of an employee, other than an employee within the minimum employment period specified by the Fair Work Act, or a short term casual employee, the following disciplinary procedure will apply. 10.3. The employee shall be advised of the alleged poor work performance or misconduct, that those concerns will be dealt with in accordance with these procedures, and that a possible outcome could be a disciplinary sanction such as termination of employment. The employee shall be provided with the opportunity to respond to any such allegations at a disciplinary meeting with the relevant supervisor. An employee subject to disciplinary proceedings may be assisted or represented in any disciplinary meeting by a support person of the employee's choice from the workplace, such as a colleague, or other nominated representative including a union representative. 10.4. Nothing in this procedure shall restrict the employer’s right to summarily dismiss an employee in circumstances that warrant summary dismissal. 10.5. If the concerns are not adequately addressed at the initial disciplinary meeting, 10.5.1. In case of poor performance a warning may be issued or 10.5.2. in the case of misconduct there may be a warning or employment may be terminated with or without notice, depending on the level of seriousness of the misconduct and any mitigating factors. 10.6. Where a warning is issued, the employer shall notify the employee of the reason for the warning and detail the standards of performance and/or conduct expected. In the case of unsatisfactory performance the employer will also set a timeframe for a review of performance, and will consider reasonable measures to assist the employee to meet the required performance standards, such as mentoring or training as appropriate. The warning shall also state the consequences of not meeting the required standards of performance and/or conduct, such as further disciplinary action which could include termination of employment. 10.7. If the problem continues the matter will be discussed with the employee at a second disciplinary meeting. 10.8. In...

Disciplinary Procedures. 26.1 The Corporation expects reasonable standards of performance and conduct from its employees. Details of the Corporation’s Procedures can be found at [INSERT LOCATION] together with the Staff Code of Conduct. 26.2 You may from time to time be required to participate in some capacity in a disciplinary procedure.

Disciplinary Procedures. ‌ 28.1 Representation‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. If the requested representative is not reasonably available, the employee will select another representative who is available. B. Employees seeking representation are responsible for contacting their representative. C. The role of the representative is to provide assistance and counsel to the employee, rather than serve as an adversary to the investigator. The exercise of rights in this Article will not interfere with the Employer’s right to conduct the investigation. 28.2 Discipline‌ A. Employers will not discipline any permanent employee without just cause. B. Discipline includes oral and written reprimands, reductions in pay, suspensions, demotions, and discharges. Oral reprimands will be identified as such and, if documented, such documentation will be placed in the supervisor’s file only, subject to removal in accordance with Section 33.8. When disciplining an employee, the Employer will make a reasonable effort to protect the privacy of the employee. C. All institution policies regarding investigatory procedures related to alleged employee misconduct, are superseded. The Employer has the authority to determine the method of conducting investigations. D. The Employer has the authority to impose discipline, which is then subject to the grievance procedure set forth in Article 30. Oral and written reprimands, however, may only be processed through Step 2 of the grievance procedure. E. The Employer will provide an employee with fifteen (15) calendar days written notice prior to the effective date of a reduction in pay or demotion. F. The Employer will normally provide an employee with seven (7) calendar days written notice prior to the effective date of a discharge. If the Employer fails to provide seven (7) calendar days notice, the discharge will stand and the employee will be entitled to payment of salary for time the employee would otherwise have been scheduled to work had seven (7) calendar days notice been given. However, the Employer may discharge an employee immediately without pay in lieu of the seven (7) calendar days notice period if, in the Employer’s determination, the continued employment of the employee during the notice period would jeopardize the good of the college.